|DC.description||National Central University||en_US|
|dc.description.abstract||This is a follow-up research project focusing on human resource professional competence in Taiwan. The main purpose of this study is to explore the professional development of human resource associated with time change. Through the second wave of data collection, comparisons between findings of this study and those in the 2001 study as well as the trend analyses were conducted. Results of this research can be used as reference for competency models of enterprise human resource professionals.
Results of this study indicated that the average scores reported by human resource professional on the seven competency domains in the present study were higher than those obtained in 2001. The finding suggests that human resource professional in our domestic enterprises has slowly moved toward the direction of strengthening their own career competency in the past few years. In addition, there are significant correlations between the seven identified domains and performance of human resource professional in both self-report and other-report parts which suggest there are significant criterion-related validities on all seven domains.
On the whole, the sequence regarding the predictive abilities of the seven competence domains on human resource professionals performance differs from the one found in the 2001 study. The competency domain of diagnosis and counseling was found to be most influential on participants’ work performance; knowledge of business competence jumped up to be the second strongest predictor; and self development competence was the third. There were no obvious sequential changes of other three competence domains—functional human resource, advanced human resource, and communication and negotiation. The competency domain of strategic human resource, however, was found to have the least predictive power in the present data. When comparing the magnitude of the associations between human resource professional competency and their performance, findings of this study indicated a higher consistency among three major industries, unlike the findings in the 2001 study that the electrical industry had significantly higher correlations than auto and accessory industries. Overall comparisons of the seven competence domains across the two waves of data indicated that the self development competency domain remains in the top three rank for all three major industries whereas other domains vary. Therefore, the self development competency occupies a very important position for performance of human resource professional.||en_US|
|DC.subject||Human Resources Professional||en_US|
|DC.title||Human resource professionals' competency study: A follow-up study||en_US|
|DC.publisher||National Central University||en_US|